Basic time card math costs nothing, while Everhour turns approved hours into cleaner timesheets and billing records.
Enter your daily hours and rate to instantly calculate total hours, regular pay, and any overtime — no spreadsheet needed.
The calculator gives you the number — Everhour takes it from there.
One click and you're timing. Start a timer, add an entry, edit the details. This is exactly how it feels in Everhour.
Set a budget, assign rates, and get alerted before you're over.
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Tracked hours flow straight into a polished invoice — no copy-paste, no manual math.
A no-cost time card calculation answers a practical payroll question: how many paid hours came from the recorded clock-in and clock-out times. You enter the start time, end time, and any unpaid meal period, then convert the remaining time into decimal hours. That total supports daily pay checks, weekly rollups, invoice drafts, and quick corrections before a timesheet goes to review.
For U.S. time cards, keep straight-time math separate from overtime rules. Covered, nonexempt employees in the United States must receive overtime pay for hours worked over 40 in a fixed workweek, at not less than one and one-half times the regular rate. A single daily total is useful, but the weekly total decides federal overtime under the FLSA.
A free calculator is enough when you need one answer, such as one shift total, one unpaid lunch deduction, or one hourly pay estimate. It also works well for freelancers checking billable hours before sending a simple invoice. The key is clean input: use the U.S. 12-hour AM/PM format consistently, record the actual break length, and confirm whether the break was unpaid.
Free access does not remove policy and legal decisions. Federal law does not require lunch or coffee breaks for adult employees. Short breaks an employer provides, usually about 5 to 20 minutes, are paid hours worked. A bona fide meal period is generally unpaid only when the employee is completely relieved from duty, and state law or employer policy can set stricter rules.
Start with the gross span: clock-out time minus clock-in time. Subtract only unpaid break time. Convert minutes to decimal hours by dividing minutes by 60, then multiply paid hours by the hourly rate. For example, an employee works from 7:30 AM to 5:15 PM, takes a 45-minute unpaid meal period, and earns $29 per hour.
The gross span is 9.75 hours because 5:15 PM is 17.25 in decimal time and 7:30 AM is 7.50. The meal period is 0.75 hours because 45 divided by 60 equals 0.75. Paid time is 9 hours, and straight-time pay is $261. If weekly paid hours later exceed 40 for a covered nonexempt employee, calculate overtime on the fixed workweek total.
A one-off calculation is enough for a single correction, a quick client estimate, or a short timesheet review. It gives you the number, but it does not prove who entered the time, whether a manager approved it, which break rule applied, or whether the same employee crossed 40 hours in the fixed workweek.
A managed workflow matters when time cards feed payroll, billing, or client reporting every week. Everhour can turn Google, Outlook, and iCloud calendar events into timesheet entries within a configurable window, then teams can review the entries before reports or billing use them. That creates a cleaner handoff than retyping calendar blocks into a spreadsheet.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
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Yes, a free total is enough for a rough paycheck estimate when the input times, unpaid breaks, and hourly rate are correct. Payroll review still needs the full workweek total for covered nonexempt employees because federal overtime applies after 40 hours worked in a fixed workweek, not from a single daily shift alone.
Short breaks an employer provides, usually about 5 to 20 minutes, stay inside paid time under federal rules and count toward weekly overtime. A bona fide meal period is generally unpaid only when the employee is completely relieved from duty. Work performed while eating remains hours worked.
Yes. Treat the clock-out time as occurring on the next date, then subtract the clock-in time. A shift from 10:00 PM to 6:00 AM has an 8-hour gross span before break deductions. Record the date clearly so the hours roll into the correct fixed workweek for overtime.
No. Convert minutes by dividing by 60 before multiplying by the hourly rate. Thirty minutes equals 0.50 hours, 45 minutes equals 0.75 hours, and 15 minutes equals 0.25 hours. Typing 8 hours 30 minutes as 8.30 undercounts the paid time because payroll decimals use base 10.
Yes. Federal time-clock rounding can use the nearest 5 minutes, tenth, or quarter-hour only if the practice averages out over time and does not underpay employees for actual hours worked. Rounded punches should be checked against the original times when the difference affects pay or overtime.
Everhour integrates with Google, Outlook, and iCloud calendars so events with defined start and end times become timesheet entries. The sync window can run from 15 minutes to 3 hours before or after events, and all-day, recurring, and pre-connection events are excluded.
Use Everhour calendar integrations to convert eligible meetings into timesheet entries, then review the resulting hours before payroll, billing, or reporting use them.
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